Integrating killer and scored questions into the application process saves time for both you and your candidates.
Using our screening questions functionality here can filter out unsuitable candidates at the pre-application stage, ensuring you only focus on those candidates who meet the core requirements for the vacancy.
How it works
In our ATS system, create an unlimited number of killer questions that can simply be yes or no answers for specific requirements. Or create scored questions in order of importance or multiple-choice questions for a competency-based assessment. With our talent acquisition platform, the choice is yours! Questions can be created so candidates are automatically rejected by email if they don’t meet the minimum criteria or a pre-defined score – these emails can also be sent with a time delay too.
We place no limits on how many of these questions you’d like to create to save to use with other vacancies in the future – they’re simply held in your Jobtrain library of questions to be accessed, edited, or added to at any time.
A fully flexible application form builder is included as standard in our ATS system. They’re all managed by you and, again, there are no limits to the number of forms you can create. Tailor each application form and make sure you’re only asking for relevant information based on the jobs being advertised and if the job is for an internal only post or external.
As you’d expect, application forms in our ATS system can include a multitude of different field types and options such as dropdown answers like Yes / No, choose which fields are mandatory, make questions visible or hide them, add guidance or tips that precede the question, add your own bespoke questions, the list goes on.
Our Two-Stage Application functionality lets you split the application stage in two, making the experience simpler for candidates. Key information is gathered for first stage of shortlisting at initial application, then should they the second stage application can be released for those candidates you’d like to take forward.
Amongst our clients we’ve seen fantastic results in the candidate experience, improvements in time to apply and a decrease in application drop off. Read our Isle of Man Government case study below.
As standard, candidates can include a separate cover letter with their CV. Or if you need candidates to upload multiple documents, such as education certificates or portfolio work – whatever it is that you toned to capture, can be managed in our ATS system.
Online psychometric and ability testing tools are tried and tested methods of measuring applicants, identifying the strongest candidates, and screening out those that aren’t going to be a fit for roles. Our talent acquisition platform is seamlessly integrated with external (3rd party) testing tools and has been for many years.
Candidates can be invited to take 3rd party tests directly from within your Jobtrain ATS. All they have to do is log in to their personal candidate profile in your branded candidate portal, then follow the link to take the test. There’s no requirement for candidates to enter another username and password, keeping the process as simple and seamless as possible. After they’ve completed their test, the results are posted directly back into their applicant profile in the client-side view of our applicant tracking system. In some cases, we automatically send regret emails (which can be delayed) to those candidates who don’t achieve a benchmark score.
Although we already have integrations with major providers such as SHL, Kenexa, Cut-e, The Test Factory, Thomas International and many more, we are happy to integrate with your preferred provider, providing they have the ability to link in with ATS systems like ours. Our talented technical team will look after everything for you.